Description

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The Global Personality Inventory – Adaptive (GPI-A) is a comprehensive assessment of work-relevant personality traits. The GPI-A uses Computer Adaptive Testing (CAT) technology, which means the assessment automatically adjusts to personality traits by asking questions based on previous responses. This results in a unique, brief, and secure testing experience. The GPI-A is intended for use in the selection and development of employees. It produces 4 reports per candidate:

Achievement: This component measures the extent that individuals are motivated by meeting goals and overcoming obstacles. Individuals who score higher on this trait tend to work harder than others, derive satisfaction and pride in producing high-quality work, and are more competitive than their peers. Individuals who score lower on this trait tend to strike a balance between work and personal life, are not easily frustrated by obstacles, and are easy-going.

Collaboration: This component measures the extent that individuals value harmonious relationships and are sensitive to the needs and feelings of others. Individuals who score higher on this trait tend to seek cohesiveness in their work teams, are helpful and cooperative with others, and accept other people readily. Individuals who score lower on this trait tend to handle healthy conflict among coworkers, are willing to take a stand for something they believe in, and focus on tasks rather than feelings.

Composure: This component measures the extent to which individuals tend to maintain clear thinking and objectivity during times of stress or intense pressure. Individuals who score higher on this trait may display “grace under fire” and operate with a positive outlook despite criticism, worries, and guilt expressed by others. Individuals who score lower on this trait tend to be emotionally expressive, may voice discontent that can lead to positive change, and can be said to “wear their heart on their sleeveâ€.

Confidence and Optimism: This component reflects the extent that individuals believe in themselves despite what others may think. Individuals who score higher on this trait tend to be resilient to criticism, persevere in the face of rejection, and project an air of competence in a variety of situations. Individuals who score lower on this trait may have a more realistic perception of their own abilities and strengths, take developmental feedback to heart, and respond well to supportive people around them, resulting in unexpected levels of performance.

Flexibility: This component measures the extent that individuals work effectively in the midst of changes in coworkers, settings, and environments. Individuals who score higher on this trait tend to have a desire for variety and flexibility in work, are comfortable with change, and are receptive to new ways of doing things. Individuals who score lower on this trait tend to be comfortable adhering to established processes, are not likely to be swayed by trends or fads, and are likely to benefit from lessons learned from others.

Independence: This component measures individuals’ comfort level in acting independently and without close supervision. Individuals who score higher on this trait tend to not be overly dependent, are resourceful, and like figuring things out without help from others. Individuals who score lower on this trait tend to be willing to seek input from others, potentially making better decisions in the process, and appreciate the opportunity to brainstorm with others when they are stuck.

Influence: This component measures individuals’ effectiveness in directing and influencing others. Individuals who score higher on this trait tend to enjoy negotiating, persuading others and influencing their decision-making, and setting direction for others’ work activities. Individuals who score lower on this trait tend to be more comfortable taking direction from others, not being the center of attention, and are quite often the solid team player in the group.

Innovation: This component measures the tendency to come up with novel solutions to problems. Individuals who score higher on this trait are more likely to use their imagination to create unique ideas or products, anticipate trends well ahead of others, and visualize outcomes and consequences prior to implementation. Individuals who score lower on this trait may be very effective implementers of others’ ideas, avoid engaging in risky decision-making, and are more focused on producing tangible results than ideas or plans.

Reliability: This component measures the tendency to take personal responsibility for one’s actions and willingness to see tasks through to the end. Individuals who score higher on this trait tend to be viewed by others as responsible and trustworthy, show a proactive involvement in work, and be dedicated to completing tasks that others may find undesirable. Individuals who score lower on this trait may work well under pressure, take things as they come, and make interesting/engaging things a priority as a way to stay motivated.

Self Development: This component measures individuals’ desire to understand how things work and to seek out opportunities to learn and grow. Individuals who score higher on this trait tend to be more willing to take advice, ask questions to better understand something, and are motivated by applying new learning to relevant situations. Individuals who score lower on this trait tend to prefer to fine tune the skill set that they already possess, have well-defined interests, and are the person in the organization that others go to when they need something specific accomplished.

Sense of Duty: This component measures the extent that individuals hold respect for authority and willingness to accept and comply with rules. Individuals who score higher on this trait tend to be viewed as loyal to the organization, be trusted with sensitive or confidential information, and adhere to required procedures. Individuals who score lower on this trait tend to be more likely to be willing to break rules that do not make sense, and may have a more nuanced, even evolved, view of right and wrong, tending to look inwards and abiding by their own personal standards.

Sociability: This component measures the tendency to enjoy and seek out opportunities for social interaction. Individuals who score higher on this trait tend to work easily with others, are warm, sociable, and pleasant, and thrive on social contact. Individuals who score lower on this trait tend to enjoy working independently, are most effective in quiet environments, and prefer getting work done over socializing.

Thoroughness: This component measures the extent that individuals are thorough and precise in approaching work tasks. Individuals who score higher on this trait tend to value accuracy, be drawn towards spotting and correcting errors, and feel most comfortable when there is order in work and personal affairs. Individuals who score lower on this trait may be better at seeing the “big picture”, emphasize getting work done over producing flawless work, and work effectively despite clutter or chaos.